Improving Recruitment Effectiveness

Improving Recruitment Effectiveness






Define each job accurately

Defining jobs accurately.  Here we cover the importance of creating job descriptions and efficient recruitment advertising. This ensures effective targeting of job seekers and better recruitment. It also helps your recruitment agency.

Focusing on increasing an employer's recruitment effectiveness this is the second in a series of 5 tips on effective recruitment.  It focuses on both the benefit of using quality job descriptions or role profiles as well as ideas on how to create them and use them to contribute to effective recruitment and high performance.

One area of recruitment in which a lot of businesses indirectly waste time and effort is in creating job descriptions and advertising positions. Of course these things aren't a waste of time in themselves - how would you ever recruit without them? - but they are often done in an inefficient way and an inadequate job description can lead to a recruitment or human resources department or external recruiter, such as a recruitment agency or outsourced recruitment provider, having to allocate resources to deal with floods of applications from job seekers who are unsuitable for the position being advertised, and, even worse, missing out on finding talent. There's more to a job description than merely the title which a person holds in the hierarchy, and a lot of recruiting companies do not look the best or most effective places when try to ‘sell' a particular job. Dealing with applications from obviously unsuitable applicants is bad enough, but what's much worse is unintentionally recruiting someone because their skills appear to match a hastily-put-together job definition that is not suited to the real needs of the role, and ultimately should not be employed to do the job.

To really increase the recruitment effectiveness, recruitment best practice is to put together a team of people from within the relevant work area of your business who know the position itself and aware of the candidate characteristics which are most suitable. Use this process to create a recruitment checklist of ten or so questions which need to be asked of any applicant for the job, and which answers should result in that candidate being screened out. It may sound like a lot of work to do for every position, but if you employ it with discretion it will save a lot of time and effort in the long run.  You can also use the information to help set objectives and development goals - all of which are critical to successful and effective recruitment. Also once you have done this once, it forms a base for future recruitment - as they say, practice make perfect.

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